Leader Philosophy

Leader Philosophy Introduction Ray (2006) observes that each organization in the current operational environment requires leaders who are holistic. This is because organizations not only operate with constrained resources, but also within an increasingly competitive and challenging environment. A substantial number of managerial theorists and experts argue that organizational leadership is crucial for success in organizations.Advertising We will write a custom essay sample on Leader Philosophy specifically for you for only $16.05 $11/page Learn More Effective organizational leadership is often drawn from the personalities and behaviours of organizational leaders. This means that organizational leaders are the determinants of the orientation of leadership in any given organization. Therefore, the value of leadership in an organization and the successful attainment of organizational goals through organizational activities are often facilitated by organizational leaders. In orde r to effectively facilitate organizational functions, organizational leaders ought to possess or rather adhere to a number of leadership principles. A combination of key leadership principles is a vital source of leadership philosophy. Leadership principles are a combination of character traits, resounding personalities and even behaviours that help organizational leaders to propel their organizations toward greater heights. There are numerous examples of leaders in the corporate world, who have utilized leadership principles and helped organizations to gain stronger corporate positions (Ray 2006). In this paper, it is argued that leadership principles are the main pillars upon which effective organizational leadership is built. This paper explores five key principles of leadership that can be utilized by an organization to build a leadership philosophy. The paper justifies the leadership principles by borrowing from behavioural theories, as well as founded examples of corporate lea ders who have utilized the principles to build legacies in corporate leadership. Linking leadership to leadership principles Before exploring leadership principles, it is vital to understand leadership from the perspective of an organization. Leadership is a combination of methods of management, which guides a given organization by offering it a given direction. This implies that leadership is not an event, but an activity. It entails the continuous combination of methods of overseeing the operations of an organization. In this case, methods refer to the series of practices that can be equated to the principles of leadership. Therefore, organizational leaders must be proactive in overseeing the processes and functions of the organization through the application of diverse principles of leadership. According to the behavioural theories of leadership, organizational leadership entails the management of people with diverse personalities.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, the application of a single principle can hardly result in the successful implementation of organizational objectives. Leadership, especially when it applies to an organization, entails the management of people, processes and assets. Therefore, leaders ought to possess a combination of different principles of leadership, which helps them to capture the critical attributes of leadership in the organization. Of greater significance is the ability of the leader to combine the diverse principles of leadership. Organizational leaders must be vigilant enough and know the most appropriate time to focus on a given principle of leadership. This is because organizations undergo various cycles, thus a given cycle in the performance of an organization may require a deeper application of a certain principle of leadership (Ray 2006). The principles of leadership are often attained th rough the leadership behaviours or traits of a leader. Leadership traits are vital for the development of leadership principles and effective leadership. This is the reason why some organizations prosper, while others do not perform remarkably. When they are effectively developed, leadership principles act as a basis on which organizational leaders implement the functions of the organization. In other words, leadership principles encourage best practice in the utilization of organizational resources to discharge organizational functions. When this is done, the leadership of an organization comes out as the main benchmark tool for organizational performance. This is how the leadership philosophy is derived from organizational leadership. The ability of a leader to set and enforce a given practice in the organization depends upon the principle of leadership that is set and used by the leader. Therefore, it can be said that the quality of leadership in an organization is a summation of the various principles of leadership that are embraced by the leadership of the organization. Therefore, leadership principles are the key determinants of the nature and quality of leadership in most organizations (Ray 2006). Leadership principles Leadership is a quality of management that is developed by organizational leaders. Organizational leaders develop their leadership competency by applying certain principles of leadership in their organizations. There is a wide range of leadership theories that have been theorized and discussed by a large number of leadership theorists.Advertising We will write a custom essay sample on Leader Philosophy specifically for you for only $16.05 $11/page Learn More Self-awareness According to Greg and Roni (2012), one of the most critical principles of leadership is self-awareness. Leaders must create conditions upon which organizational success is founded. One of the means through which such conditions are created is t he development of self-confidence by the leader. Self confidence is a behavioural trait of leadership that has been widely adopted by leaders in the seemingly challenging organizational environment. Self-awareness implies that a leader should be fully aware of his or her personality and use the personality to drive the organization to success. It can be likened to the ability of leaders to take risks while making investments. Confidence is one of the key features self-awareness. Confidence aids a leader to understand the essence of convincing organizational leaders to take risks of investing in certain courses. Organizational leaders are critical assets in as far as the formulation of critical organizational decisions is concerned (Greg Roni 2012). This is what can enable them instil belief in organizational members and other stakeholders of the organization that they are leading. It is argued that confidence plays a great role in the success of the leader. However, this only comes true when the leader himself understands the essence of confidence in their success, as well as the success of other members in the organization. Confidence helps a leader to look at challenges from a positive inclination. A leader ought to pay full attention to all the people, processes and situations in the organization in which he or she is leading. Confidence in the leader becomes stronger when the leader pays attention to all people, processes and situations within the organization (Greg Roni 2012). When the leader successfully handles several situations in the organization, the confidence of the leader grows (Tamkin et al. 2010). The quality of self-awareness grows from the organizational leader to the organizational teams throughout the organization. A substantial number of outstanding organizational leaders are often reported to spend most of their time with organizational teams. By virtue of spending time with organizational teams, talking to them, organizational leaders help instil courage and confidence in the organizational members. This inspires organizational members to increase their input when discharging their roles and duties in the organization. Richard Branson, who is one of the most renowned leaders in the corporate world, is reported to spend most of the time talking to and sharing experiences with organizational teams. Being a master of communication, Branson keeps informing the employees of the tasks they are supposed to discharge.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Branson has perfected this principle of leadership is such a way that his physical presence instils determination among the employees of the Virgin Group. This quality even goes beyond the employees of the company. Branson exudes the confidence of the organization among the media and the wider corporate world. Through the practice of the quality of the principle of self-awareness, Branson has come out as one of the most confident leaders. He has managed to attract the attention of the media and the customers, thereby enhancing corporate growth and expansion of the Virgin Group of Companies (Leadership Resource Group 2012). Visionary evangelism The second principle of organizational leadership is visionary evangelism. Organizational success lies in the ability of the organization to develop a vision and mould organizational activities towards the fulfilment of the organization’s vision. The vision of the organization is the foundation for success in the organization. According to James and Lahti (2011), organizational vision often depicts the idealized future state of that organization. The vision of an organization has a long impact on the long-term existence and performance of an organization than organizational strategies. Organizational strategies are founded on the vision of the organizations. This justifies the need for organizations to develop visions. More often than not, the vision of an organization is formulated by the leadership of that organization. To this effect, therefore, it is the responsibility of organizational leaders to communicate the vision of the organization both internally and externally. For any leader to be successful, he must be in a position to see beyond the normal or prevailing operations of the organization. This implies that the leader must be able to see the organization from the past, present and future. From this argument, it can be said that one of the most daunting tasks of organizational leadership is leading the organization into the future. This can only be attained when the leader of an organization crafts a sound vision for the organization. Therefore, visionary evangelism begins with the development of the vision (Lahti 2011). Zaccaro and Banks (2001) observed that a substantial number of organizations in the contemporary corporate world have been revising and readjusting their visions so as to capture the prevailing , as well as the probable future challenges. This point emphasizes on need for organizations to develop sound visions. The development of a sound vision could be a simple task. However, the main hurdle lies in the ability of the organization to communicate and implement organizational activities in line with the vision. This is what often separates the leadership of an organization from the other. The most pressing question that ought to be asked is how the leader of an organization can improve the image and the position of the organization through being the main advocate o f the organization’s vision. The first thing that should be done by the leader of an organization is to master the vision of an organization. An organizational leader frequently communicates with the public about the organization. The vision of an organization is a symbolic factor in the building of the culture of an organization. Through the embrace of the vision of an organization, the organizational leader helps an organization to gain a given identification in the market and the industry in which the organization operates (Zaccaro Banks 2001). Lussier and Achua (2010) opined that there are several known organizations that have portrayed the ability of leading through vision. One such example is notable in the leadership of Apple Incorporated under the leadership of Steve Jobs. During his tenure as the leader of the company, Jobs managed to instil the culture of innovation through crafting and enforcing the vision, which entailed creativity and innovation. Steve Jobs was at the centre of every activity in the organization, which was meant to propel the organization towards meeting its key objective of driving the market through innovation (Daft Lane 2008). Responsibility One of the most ignored, yet a critical principle of organizational leadership is responsibility. The principle of responsibility is closely related to accountability. The two qualities work in close relation. Responsibility in leadership begins with the search for ways through which the performance of an organization can be enhanced. It then trickles down to the acceptance of blame and correction, when the decisions or strategies hit the tough end. Therefore, responsibility is an elaborate quality of leadership. It entails the establishment of the workable strategies for the organization, as well as accountability for the outcomes of the strategies that are applied in the organization. The question of responsibility in leadership resonates from the fact that leaders are trusted wi th both the human and material sources of organizations. Therefore, they are supposed to account for the existence and application of these resources in organizational work and the subsequent outcomes (Epitropaki Martin 2005). This can be likened to the exercise of auditing in organizations, where organizational leaders often require explaining how they utilized organizational resources in meeting organizational objectives. However, sometimes the principle of responsibility in leadership is mistaken with the vice of covering up the negative aspects of organizational performance. This is a critical area of leadership basing on the argument that organizational leaders are supposed to be ambassadors of their organizations. Any person who is given the responsibility to spearhead a certain course becomes the main championing factor for that course (Hinrichs et al. 2012). The rationale behind the action of failing to expose aspects of negative performance within organizations is that the y may taint the image of the organization among the public. Therefore, any practices with such an intention could as well be termed as an act of irresponsibility in leadership. Responsibility calls for a complete observation and explanation of processes and actions taken by the organization. Risks and uncertainties are often accepted by organizations. As organizations keep operating, they can hardly avoid risks. Risks cause organizations to sway from their plans, thus they may fail to meet some of the goals. The essence of true responsibility in leadership is portrayed at the time when organizations are facing difficulties (Smith Sharma 2002). During this period, most leaders tend to dissociate themselves from the happenings. The sense of true leadership and the quality of responsibility is replicated at a point where organizational leaders are willing to stand the organization. Leaders are supposed to explain the causes of the wrong happenings and try to devise solutions to such s ituations (Hinrichs et al. 2012). According to Masi and Cooke (2000), empowerment is not only a responsibility of a leader, but also an important tool through which organizations attain desired relations between organizational leaders and their subordinates. The quality of a leader is often determined by the organizational employees. Employees or subordinates value leaders who engage them in leadership. The embrace of the culture of empowerment by organizational leaders helps to attain participatory or inclusive leadership. This is a behavioural tactic of organizational leadership. It creates the sense of ownership within the subordinates. Subordinates are motivated by the fact that they are given knowledge and responsibility to administer organizational factors. For quite a long time, organizations have used the quality of empowerment to manage performance. The practice of empowerment enhances the relationship between leaders and the subordinates. Empowerment can also begin by the virtue of the establishment of workable relationship between a leader and the employees. Such relationships result to psychological empowerment. This form of empowerment increases the level of employee commitment to the organization (Masi Cooke 2000). The other form of empowerment that is perhaps the most valid form of leadership in the contemporary times is offering employees autonomy and resources. Modern leadership values the equipping of organizational subordinates with all the desired resources and the necessary additional support, including skills and leaving the subordinates to discharge their duties, devoid of a lot of supervision. Employees are often left to work on organizational projects without much subordination from the leadership. Under such a case, organizational leadership only comes in at the latter stages, probably to assess the work that has been done by organizational employees (Masi Cooke 2000). This is the most desired principle of leadership that has been u sed by the leadership of organizations such as Microsoft Corporation. In Microsoft, Bill Gates believes in the principle of empowering organizational teams, which leads to invention. Empowerment is a principle that has proven to be effective in leading project work within organizations. The main challenge with the enforcement of subordinate empowerment is that organizations’ subordinates may take advantage of this, thereby failing to discharge organizational functions as required (Bednarz 2011). Tamkin, Pearson, Hirsh and Constable (2010) ascertained that true leaders believe in the growth of people and the organization though performance. One of the fundamental functions of organizational leadership is to spearhead the performance of tasks within the organization. However, this may be disputed by people who see leadership as an aspect of ensuring that the set processes and procedures are followed by organizational members. While this has some sort of truth, it is termed as a n archaic perspective of exercising leadership. The prevailing environment of management calls for transformational and transactional leadership. Transformational leadership dwells on bringing about change (Mannarelli 2006). Change is brought about through the continued observation of practices and making adjustments that are meant to improve the quality of performance. Leaders are assessed in terms of the amount of change that they bring about during their tenure. A sound leader has to be able to master the ability of each person within his circle of leadership. Different people have different abilities. This is because the ability of an individual is determined by a number of things among them the level of skills, the quality of resources and personal motivation among others. Through group and individual engagement with people, a leader becomes able to unlock the full potential of people. This aids to nurture the long-term value of the people in the organization, thereby enhancing the performance of the organization. Outstanding leaders learn how to mould the performance of people through the creation of growth opportunities. This often begins with the creation of trust between the leader and the people. When there is no trust in the leader, it becomes difficult for organizational leaders to create a learning environment (Tamkin et al. 2010). Communication is also a critical concept of leadership. Therefore, an outstanding leader must learn how to foster communication in the organizations. It is argued that communication is a critical concept of conveying messages to the subordinates. Through communication, the leader also gets feedback from the subordinates. Of relevance in organizational communication is the fostering of a communicating organization. By a communicating organization, it means that the leader has to open the channels of communication between him and the subordinates. At the same time, there must be communication between the subordinates as t his is one way through which the subordinates improve in the discharge of their duties. The offer of trust, which is one of the vital elements of encouraging performance in organizational teams, begins with communication. Outstanding leaders must go up to all odds to ensure that they foster interaction within the organization. Communication is the link through which trusting relationships are formed in the organization. Trusting relationships encourage honest interactions that are quite fruitful for the organization (de Vries, Bakker-Pieper Oostenveld 2010). As mentioned earlier, outstanding leaders must encourage open communication. Open communication here means that there should be clear channels of communication, where the leader can give instructions and receive feedback from the people. This implies that the gaps that can prevent organizational subordinates from communicating to the leader must be sealed. However, open communication is the quality of leadership, which only wor ks in organizations that embrace democratic principles of leadership. However, it has been observed that most organizations are adopting the democratic principles of leadership. Also, organizations that are still old to bureaucracy encourage feedback communication (Tamkin et al. 2010). Conclusion Leadership is a critical determinant of success in every facet of management. It is argued that leadership is an attribute of management, which is developed by a leader. This paper has explored the principles of leadership that can be used to develop a leadership philosophy by a leader. Leadership principles that have been explored in this paper include the pursuance of open communication, growth of people through performance, empowerment of self and subordinates, exercising responsibility and accountability, the embrace of visionary evangelism, and the exercise of self-awareness. In the paper, it has been observed that leadership is something that is developed through the combination of di verse attributes of management. In other words, it argues that no single attribute can form satisfactory leadership. This makes leadership a comprehensive exercise, thereby calling from the combination of different principles of leadership. As noted in the discussion, leadership principles are developed from the behaviours and traits of leaders. Therefore, there are a substantial number of leadership principles that can act as a basis upon which a leader can develop a sound leadership philosophy. These leadership principles interact, thereby enabling the leader to attain a desirable leadership philosophy. Reference List Bednarz, T 2011, Fostering an empowered organization. Web. Daft, RL Lane, PG 2008, The leadership experience, Thomson/South-Western, Mason, OH. de Vries, RE, Bakker-Pieper, A Oostenveld, W 2010, ‘Leadership = Communication? The relations of leaders’ communication styles with leadership styles, knowledge sharing and leadership outcomes’, Journal of Business Psychology, vol. 25 no. 3, pp. 67–380. Epitropaki, O Martin, R 2005, From ideal to real: A longitudinal study of the role of implicit leadership theories on leader–member exchanges and employee outcomes, Journal of Applied Psychology, 90, pp. 659–676. Greg, CA Roni, R 2012, Self-awareness and the evolution of leaders: The need for a better measure of self-awareness, Journal of Behavioural and Applied Management, vol. 14 no. 1, pp. 2-17. Hinrichs, KT, Wang, L, Hinrichs, AT Romero, EJ 2012, ‘Moral disengagement through displacement of responsibility: The role of leadership beliefs’, Journal of Applied Social Psychology, vol. 42 no. 1, pp. 62-80. James, K Lahti, K 2011, ‘Organizational vision and system influences on employee inspiration and organizational performance’, Creativity and Innovation Management, vol. 20 no. 2, pp. 108-120. Leadership Resource Group 2012, Successful Leadership Sir Richard Branson. Web. Lussier, RN Achua, CF 2010, Leadership: Theory, application, skill development, SouthWestern/Cengage Learning, Australia. Mannarelli, T 2006, Accounting for leadership: Charismatic, transformational leadership through reflection and self-awareness, Accountancy Ireland, vol. 38 no. 6, pp. 46-48. Masi, RJ Cooke, RA 2000, Effects of transformational leadership on subordinate motivation, empowering norms, and organizational productivity, International Journal of Organizational Analysis, vol. 8 no. 1, pp. 16-47. Ray, TK 2006, Principles of leadership: Leadership management, Futurics, vol. 30 no. 1, pp. 52-71. Smith, PAC Sharma, M 2002, ‘Developing personal responsibility and leadership traits in all your employees: part 2–optimally shaping and harmonizing focus, will and capability’, Management Decision, vol. 40 no. 9, pp. 814-822. Tamkin, P, Pearson, G, Hirsh, W Constable, S 2010, Exceeding expectation: the principles of outstanding leadership. Web. Zaccaro, SJ Banks, DJ 2001, ‘Leadership, vision, and organizational effectiveness.’ In Zaccaro, S.J. and Klimoski, R.J. (eds.), The nature of organizational leadership, Jossey-Bass, San Francisco, CA, pp. 181–218.

Qué es USCIS, qué hace y cómo contactar con una oficina

Quà © es USCIS, quà © hace y cà ³mo contactar con una oficina El Servicio de Inmigracià ³n y Ciudadanà ­a de los Estados Unidos (USCIS, por sus siglas en inglà ©s) es la agencia federal encargada de gestionar todos los trmites relacionados con la inmigracià ³n legal. Todos los migrantes legales deben hacer trmites con el USCIS, al igual que los ciudadanos americanos que desean pedir los papeles para un familiar. Por esta razà ³n, es importante conocer cules son los trmites de los que se ocupa USCIS, dà ³nde estn ubicadas sus oficinas,  cà ³mo contactar para obtener informacià ³n y, finalmente, en quà © consiste la verificacià ³n de antecedentes penales (background check, en inglà ©s) que realiza esta agencia y cà ³mo saber lo que esta agencia sabe de cada migrante. Qu hace USCIS y cules son los tiempos de espera en sus trmites USCIS se ocupa de asuntos muy variados. Por ejemplo, es el organismo que estudia y aprueba o deniega las solicitudes de tarjeta de residencia permanente, conocida  como green card, por peticià ³n de un familiar o de una empresa. USCIS gestiona las solicitudes de adquisicià ³n de la ciudadanà ­a estadounidense por naturalizacià ³n o la aprobacià ³n de visas temporales de trabajo. Tambià ©n se encuentra dentro de las competencias de USCIS aprobar permisos de trabajo (EAD, por sus siglas en inglà ©s), programas especiales de proteccià ³n a migrantes como, por ejemplo, VAWA para và ­ctimas de violencia domà ©stica, TPS, para ciudadanos de paà ­ses en situacià ³n de catstrofe humanitaria, o DACA, para jà ³venes indocumentados que llegaron a Estados Unidos siendo nià ±os. Asimismo, USCIS gestiona el programa e-verify para determinar que una persona est autorizada para trabajar legalmente en Estados Unidos. Por à ºltimo, entre otros trmites  frecuentes tambià ©n destacan la gestià ³n de los casos de asilo afirmativo, los de adopcià ³n internacional y  las solicitudes de advance parole, para permitir salir de Estados Unidos y su regreso sin problemas. En cuanto al tiempo de demora para que USCIS apruebe o deniegue un trmite hay que decir claramente que no hay una respuesta à ºnica, ya que depende del tipo de trmite. En su pgina oficial se pueden verificar tiempos aproximados, una vez que se sabe el centro que gestiona el trmite y el nombre del documento del tipo de peticià ³n o solicitud. Por ejemplo, I-130 para el caso de peticiones de un familiar, N-600 para la naturalizacià ³n, etc. En todo caso es necesario destacar que si se trata de una peticià ³n de familia donde hay un là ­mite  de solicitudes que pueden ser aprobadas por aà ±o fiscal, como es el caso de todas las peticiones de residentes o en las peticiones de ciudadanos para hijos mayores de 21 aà ±os o casados o para sus hermanos hay que esperar ms. Es decir, hay que esperar a que exista cupo para lo cual es ms indicativo verificar las fechas que publica el Departamento de Estado cada mes en el Boletà ­n de Visas. En relacià ³n a los trmites que se realizan con USCIS, se debe  recordar que todos los formularios oficiales son gratis y pueden descargarse de su pgina oficial, incluso admitià ©ndose casos de e-file. Adems, en ciertos casos es posible solicitar una exencià ³n para no pagar la tarifa que requiere el caso. Asimismo, se debe  insistir que todos los documentos que se presentan en espaà ±ol, como por ejemplo, las partidas de nacimiento o matrimonio, deben ir acompaà ±ados de una traduccià ³n al inglà ©s, que debe ser certificada. Por à ºltimo, tener en cuenta que cuando el USCIS deniega una peticià ³n es posible apelarla en algunos casos. Oficinas de USCIS y cmo obtener informacin En la actualidad, USCIS cuenta con ms de 19.000 empleados repartidos en aproximadamente 200 oficinas, algunas de las cuales se encuentran ubicadas fuera de los Estados Unidos. Desde el punto de vista orgnico, el USCIS pertenece al Departamento de Seguridad Interna, conocido en inglà ©s por sus siglas de DHS. Lo importante es enviar los formularios y la documentacià ³n de apoyo a la direccià ³n correcta, que va a depender de dos factores: el tipo de solicitud y el lugar en el que se reside habitualmente. Todos los formularios especifican claramente este punto, y tambià ©n se establece una distincià ³n segà ºn el tipo de envà ­o: ordinario o urgente. Tambià ©n es posible solicitar informacià ³n del USCIS. Si es de carcter general, se puede acudir a una de sus oficinas locales con servicio de atencià ³n al pà ºblico, aunque es recomendable que se abstengan de esto los migrantes indocumentados. Otra opcià ³n para no esperar es realizar una cita previa mediante el sistema de INFOPASS. Si la pregunta que se desea realizar es sobre un caso concreto se puede marcar  a USCIS al 1-800-375-5283 para lo cual es necesario tener a mano el nà ºmero de caso, que se puede encontrar en la carta en la que USCIS notifica que ha recibido los papeles para una peticià ³n o solicitud. Asimismo, con esa informacià ³n es posible obtener informacià ³n và ­a Internet. En qu consiste la verificacin de antecedentes penales que realiza USCIS Para realizar los trmites, USCIS pide frecuentemente datos biomà ©tricos, como foto y huellas dactilares de la persona para quien se solicita un beneficio migratorio. Esos datos le sirven para verificar los posibles antecedentes penales de una persona. Es lo que se conoce en inglà ©s como background check. Esto consiste en cotejar las huellas digitales con las bases de datos de otras agencias federales y tambià ©n enviarlas al FBI para determinar si la persona que solicita el beneficio migratorio ha sido arrestada o detenida en el pasado y, en caso afirmativo, la causa. Adems, se envà ­a informacià ³n biogrfica a otro departamento del FBI para que lleve a cabo la verificacià ³n del nombre para determinar si la persona es un delincuente, se tiene sospechas sobre ella o se le considera un riesgo para la seguridad de Estados Unidos. Todas las personas con un expediente presente o pasado en USCIS que desean saber cul es su contenido pueden solicitar dicha informacià ³n mediante lo que se conoce como FOIA. El formulario a llenar es el G-639. La direccià ³n a la que se debe enviar es: U.S. Citizenship and Immigration ServicesNational Records Center, FOIA/PA OfficeP.O. Box 648010Lees Summit, MO 64064-8010 Cmo evitar problemas con USCIS y fraudes En asuntos migratorios es fundamental llenar bien los formularios de peticià ³n y enviar a tiempo la documentacià ³n de apoyo. No es necesario usar los servicios de un abogado pero es recomendable, particularmente en los casos que no estn claros y pueden dar lugar a interpretacià ³n.   Datos sobre buenos abogados de inmigracià ³n pueden obtenerse en la base de datos de AILA. Tambià ©n se recomienda verificar la reputacià ³n de un abogado en el BAR (colegio de abogados) del estado. Finalmente, tambià ©n se puede obtener informacià ³n para buenas referencias o letrados pro bono en asociaciones de defensa de los intereses legales de los migrantes. Debe desconfiarse de los llamados notarios, que no pueden ejercer como abogados en Estados Unidos y de todas las personas que prometen resultados porque supuestamente conocen a alguien dentro de USCIS. Esos casos son fraudes. Finalmente, USCIS no se dedica a juzgar casos migratorios ya que eso es competencia de las cortes y del Board de Apelaciones (BIA, por sus siglas en inglà ©s). Tampoco se ocupa de arrestos ni de ejecutar deportaciones ni de guardar la frontera, que es competencia de ICE y la CBP. Este es un artà ­culo informativo. No es asesorà ­a legal.

EHR3007 Essay Example | Topics and Well Written Essays - 2000 words

EHR3007 - Essay Example The organizational structure will determine the firm’s ability in distributing the activities and how it coordinates the operations (Maguire, 2003, p.11). The organizational structure and design that is adopted by a given organization will greatly determine the performance and the final achievement of the organizational objectives. The kind of relations that is developed among all the stakeholders of the organization is very essential in ensuring that organizational objectives are set that are aimed at satisfying the needs of the stakeholders. There is need for the top management of a given organization to involve these other stakeholders in the development of policies that govern the operations within the organization. The way in which information is being passed from the top management down the hierarchy to the low-level implementers will influence the effective decision making process within the organization. A structure that has several layers may not allow for easy dissem ination of information between the low-level employees to the top managers. The paper examines the organizational structure that was seen at H.P, a business firm that deals in electronic products in the global market. An analysis is provided for various structural challenges that have been faced by the organization. The poor organizational structure that was seen in the organization in the late 1990s and the early 2000s had various negative impacts on the operations of the organization. The organization was seen to have certain strategies that were not developed according to the competitive nature of the current global market and the needs of some stakeholders. The appropriate organizational structures that can be adopted by the organization to avoid future challenges are also examined. Concepts like corporate governance that have been seen to be behind the successes of various organizations are suggested here as the best measures to be taken in managing the situation at this organi zation. 1. Overview of the organization Hewlett-Packard (H.P) is business firm in the United States that deals in electronic products in a global market. The firm was established back in 1939 by Bill Hewlett and Dave Packard both from Stanford University. The company initially produced a sound electronic device known as an audio oscillator. Various developments have been seen in the types of products produced by the firms and it currently supplies products like laptops and desktop computers, printers, servers and digital cameras (Case Study). The organizational structure at HP is a complex hierarchical one with various management levels. At the top of the hierarchy is the Chief Executive Officer (CEO) or the President. This is followed by executive vice presidents serving in different areas of jurisdictions (Hewlett-Packard, 2011). The individuals at this level include the Chief Technical Officers (CTO), Chief Financial Officer (CFO), the Chief Marketing Officer, the Human Resource Manager and others. There is also the level of the senior vice presidents followed by the vice presidents in the hierarchy. There are other managers at different levels like marketing managers, procurement managers, and sales managers down the hierarchy before

Implementation of Performance Management System in an organization Essay

Implementation of Performance Management System in an organization - Essay Example To achieve competitiveness, two things are very important i.e. managing the efficiency plus building employees skills, abilities, capabilities and behavior. To improve performance at the organizational level it is essential to create a culture and situation of continuous learning of employees and of the organization (van der Sluis, 2007). The Human Resource Development (HRD) is an evolving concept and it addresses the challenge of managing performance of employees for the organizations. HRD is an important developmental program to ensure that the organization has an institutionalized way of developing, utilizing and committing human resources in order to meet current and future organizational challenges (van der Sluis, 2007). ... Since the work requirements are changing, the traditional methods of training are inadequate to deal with the rapid change and increased complexity of work (Casey, 2005) thus, placing demands on organizations to facilitate new approaches to training (Garavan et al., 2002). Human resources are currently the foremost source of competitive advantage because all other potential competitive advantages (e.g. technology, capital, and products) can be either bought or copied (Burke and Cooper, 2008 and Pineda, 2010). At present, organizations are facing shortage of talented and adequately equipped employees with required skills and capabilities in order to reach at the eminent level of performance (Burke and Cooper, 2008). Rao (2002) for example is in favor of an â€Å"OCTAPACE† culture (openness, collaboration, trust and trustworthiness, authenticity, pro-action, autonomy, confrontation and experimentation) to create a HRD climate in the organization for improved performance. Organiz ations with better learning, training and development systems, reward and recognition, and information systems and quality orientation in terms of career planning, performance guidance and development, role efficacy, and reward and recognition systems promoted HRD climate (Hassan et al., 2006). From the figure, it can be said that Human Resource Development encompasses two key ingredients i.e. Training and Development (T&D) and Organization Development (OD). Training and Development focuses on individuals and then links with the organization whereas Organization Development basically focuses at the organization level first and then links with individuals. Additionally, there are

Film: 2001 :: Papers

Film: 2001 2001 is a masterpiece of cinema that still influences film makers nearly thirty years after it was made -- but what does it actually mean? Therein lies the enigma. Of course, 2001 is open to many interpretations and probably even Kubrick couldn't provide the "correct" one. The film is very different from the book; Kubrick reduced the original script to its bare essentials making the actors part of the narrative , but not telling the narrative through the script. making it a lesser part of the hole experience. Where there is speaking it is almost always symbolic The first words spoken signal the decay of human language to empty phrases: "Here you are, sir. Main level, please." The opening of 2001 is the Dawn of Man sequence which dovetails neatly with end of Dr. Strangelove: "We'll meet again, some sunny day " First image in the film is of a rising Sun Obviously, Kubrick pondered deeply the astonishing reality, that idea that man was smart enough to blow up the earth, but not smart enough to stop that from happening (kubric)(man doesn't want to nail himself, but he does). How could such a phenomenon occur? With such strong symbolic events and imagery in the opening seen it is hard to see them all as individual events, kubric uses these to tell the narrative of the story. The Sun is not just light, but heat (a desert). Making the Sun not necessarily good, the Sun is usually seen as positive in relation to dark, but not in a desert. This makes the sun a negative, with the use of water as a positive. The leopard killing the zebra Is a key element to the opening scene representing the behaviour of man the Zebra is a coexistence of black and white? Good an bad together just like man, making the leopard the destruction of man kind maybe symbolising the bomb. To echo the directors words ,QUOTE "you're free to speculate as you wish about the philosophical and allegorical meaning of the film" but

War and Witchcraft

The War of Religion also known as the Huguenots War lasted for about forty years (1562-1592). This war was mainly between the Huguenots and the Catholics of France. Within France a Feudal Rebellion took place between the church, nobles, courts, guilds, towns and provinces; all of which rebelled against the King. A traditional saying â€Å"Une foi, un loi, un roi (one faith, one law, one King)† (Newman, 2004) indicates how society, state and religion are all bound within the people's minds. Although religion was the main reason behind the wars, it also was definitely not the only reason. Social and Cultural Issues Religion affects society in many areas and in such a profound way. It also shapes the moral standards of those individuals in which influences policy makers decisions (Gale Group, 2007). For some societies, sharing a religion makes for a powerful bond socially. However, when these people with different religions try to live with others of different faiths, this can lead to conflict as well war (Gale Group, 2007). The social consensus in Europe for over a millennium was formed through religion. The essential view to order was one faith or how else would have society been held together (Newman, 2004). Because without the right faith, pleasing God and upholding natural order, disaster was to follow. As well, innovation was also trouble; leaving things the way they were is how they should be and any new ideas could lead to anarchy and ruin (Newman, 2004). So, during this period no one would dare admit that they were an innovator (Newman, 2004). In addition, the Renaissance was thought as rediscovering a much purer period in their history and Reformation was made not to feel new but a return to the true religion of Christianity (Newman, 2004). Women in the West For many centuries women were classified as unequal to that of man and considered property. They could hold their own power in a private sphere because a public sphere was for the men only, which had to do with politics, law and markets (Cooper, 2007). Women's private spheres consisted of mother's, family, wives and their households (Cooper, 2007). However, if a woman became a widow she becomes the sole responsibility to her own lands and was granted extensive legal rights and could be received in the public sphere with the exception of sanctioned authority (Cooper, 2007). The Renaissance, the Reformation, the Age of Discovery and the Age of Information brought about many changes for women. Women became teachers, writers, artist and knights. However, women in small numbers started as early as the Medieval period. But, during the fifteenth century to the eighteenth century, saw an increase in the number of women in the arts. These women often struggled for public support and were not always accepted by the trade. Men placed restrictions on the type of art they could do, including not being able to use a live nude model. The women who choose to write, became influential when their works were allowed to be published; they wrote books on love, romance and war as well politics. As well, women began to see their own power and beauty as something to be shared and appreciated. The women writers of early periods wrote about poetry and the beauty of women as opposed to the period of the War of Religion in which women began writing their political views and their rights as women and as equals to men. For example, Moderata Fonte (1515-1582) also known as Modesta Pozza wrote a book named The Worth of Women (Sunshine For Women, 2001). Political Issues The Wars of Religion in France were between the Roman Catholics and the Protestants, mostly Huguenots who fought for control of their rights as Protestants and political influences. The majority of Catholic France instigated the war against the Protestants however, the most well known was the Bartholomew's Day Massacre on August 24, 1572. On this day Paris Catholics raised arms against visiting and local Calvinist, which resulted in the death of more than 3,000 Calvinist. Because the war expanded for forty years, in between that time there was also a period of peace (Butler, 2007). However, history identifies seven wars during this period with short periods of peace in between them, which has caused confusion in French history (Butler, 2007). In addition, it is well known that religion was the biggest reason for the wars however other factors such as; the noble factions fighting amongst themselves, old feudal provinces lead revolts, which added and exposed the French State's weaknesses (Butler, 2007). As well, foreign intervention by Spain and England added to the turmoil and violence. Finally, France was lead by a very weak monarch in which allowed these forces to tear apart the country (Butler, 2007). Number One Social Problem of the 17th Century The seventeenth century saw many political, social and cultural changes. With the decline of wars, plagues and economic depression; it also brought about the hunt for witches. Witchcraft trials were considered a common place between 1580 and 1650 that lead to almost 100,000 trials. Additionally, this lead to widespread panic of mass hysteria. The majority of witches tortured and executed by burning at the sake were women and in Calvinist areas (Big Site of History, 2010). Historians are not agreed on why an outbreak of witch persecutions would occur in one place rather than another—in Scotland and New England, in Switzerland and France—except to say that where popular magic was commonplace, so was the fear of witches. Trials also usually followed a period of fear about the future and concern over apparent changes in ordered and stable conditions. Nor were the educated spared—indeed, they were often in the lead when a community sought out a witch. (Big Site of History, 2010) Conclusion Although religion was a major factor behind the wars, it was not the only reason because of noble factions fighting amongst themselves, old feudal provinces lead revolts to weaken the French and foreign intervention by Spain and England added to the mix of turmoil and destruction and a weak French monarch allowed all these factors to tear apart the country. Europe for over a millennium had one view; one faith and without it disaster is sure to follow. Women's influence on the west was substantial, in fact they became more aware of their influence in the private and public sphere and lastly, society was plagued not by disease but by witchcraft during the seventeenth century and even though magic was commonplace, witches brought fear and widespread mass hysteria. Although the reasons for the outbreak are unknown, more than 100,000 trials and executions were performed on a vast majority of women and in Calvinist areas.

General Mills Case Analysis - 1454 Words

1. Key Strategic Issues General Mills was one of the Big Three companies that focused on diversification of consumer goods on cereal division, restaurant chains and packaged consumer foods. The cereal industry was profitable and had been one of the most concentrated industries, and the big Three companies had a dominant position in this industry. However, although the high profitability attracted fewer entry company due to the high entry barrier restrained by the joint monopoly of the Big Three, they were facing the threat of private label companies which grew fast in market share of sales and volume. Therefore, what is the General Mills strategy to increase revenue and deal with the threat of private labels? This is a critical issue†¦show more content†¦Therefore, it is necessary for companies to preempt and influence rivals. On the other hand, real option theory also applies. The exogenous factors like customers’ health preference on organic or high-quality cereals could influence the deci sion making of companies. Hence, companies should continue learning and adapting customers’ preferences. Overall, the game theoretic strategy surpasses the real option theory in this industry because the uncertainty in the cereal industry is low and controllable. Furthermore, the industry structural forces of barriers to entry together with rivalry have a strong influence among the competing firms. In the cereal industry, the market structure is oligopoly, there are a few big firms set up significant entry and exit barriers. As consumers become more experienced and price conscious, and the identical production process which makes the products become more standardized, the new sources of differentiation of cereal were required and the pricing competition become intensified. Besides, the cereal industry was attractive and profitable. The top players in cereal industry post strong entry deterrence to the new entry company by offering free toys in the package, discount and specia l promotions for retailers and adopting shelf space plan. However, the private labels still entered the industryShow MoreRelatedGeneral Mills Inc. Understanding Financial Statements Essay1733 Words   |  7 PagesIntroduction The case study General Mills Inc. - Understanding Financial Statements focuses on the most basic idea of finance analysis. This case is a brief look into the language that is used in the finance world and a start to interaction with auditors. In this case, KPMG LLP, the public accounting firm that was auditing their statements, had sent two opinion letters. The first letter was ensuring that both parties were aware that General Mills had internal control over financial reportingRead MoreColombo Soft Yogurt958 Words   |  4 PagesCase 5-2 Colombo Soft-serve Frozen Yogurt 1) Colombo Yogurt Company faces competition in two different channels, namely the independent yogurt shops and impulse shops that sell other products besides yogurt. During the early 90s, Colombo’s competitive environment consists mainly of franchise operations like TCBY and Freshens. The size of these franchise companies that account for most of the independent yogurt stores pose a serious competition to Colombo and by the early 90s, the yogurt storesRead MoreLease967 Words   |  4 PagesConvert WRDS OUTPUT Building a Financial Statement Analysis and Valuation Spreadsheet Income Statement-66 This case starts with raw financial statements and then a) develops standardized financial statements, b) constructs a statement of cash flows, c) builds all the key ratios, d) links forecast inputs to future financial statements, and e) builds discounted cash flow and residual income valuation models based on the forecasts. The result is a simplified version of eVal4, the spreadsheet modelRead MoreModule 1 ACC501 Case1051 Words   |  5 PagesIn this case study, I will analyze and compare the financial statements of General Mills and the Meiji Holdings Company Limited, which are amongst the largest firms in the food industry. I will also talk about the accounting standards, the differences between both company’s annual statements and the differences between Annual Reports, a 10-K and the Corporate Social Responsibility Report. General Mills and Meiji Holdings Company Limited utilizes different accounting standards. General Mills uses theRead MoreGeneral Mills Analysis1563 Words   |  7 PagesFinancial Analysis: General Mills Inc. The following financial analysis is primarily focusing on the performance of General Mills Inc for the year 2010 when compared to 2009, but a historic trend of the past 5 financial years is also being taken into account. Balance Sheet Analysis: The Current Assets for GIS decreased for FY10 by nearly 2% compared to FY09, primarily due to a decline in quick assets, namely cash and cash equivalents. The company experienced a terrific growth period in FY08 whenRead MoreThe Ethical Argument For Veganism1685 Words   |  7 Pages This essay analyzes the ethical argument for veganism through the lens of philosophy using Utilitarianism defined by John Stuart Mill, and Deontological ethics according to Immanuel Kant. Through the use of these theories, I will justify the moral worth and legitimacy of the animal welfare debate that is often used to promote a cruelty-free and vegan lifestyle by analyzing questions of animal sentience, the worth of an animal’s happiness, and the right humanity supposedly has to the lives of otherRead MoreStudent1522 Words   |  7 PagesStudy questions: These questions are intended to get you started on your analysis and to focus your attention on a few critical points. They are not necessarily the final goal of your analysis. Oracle Systems: 1. TYPO: The two quarterly figures, $230,187 and $174,673, listed as â€Å"General and admin† in Exhibit 1 should be listed as â€Å"Total operating expenses†. 2. NOTE: Exhibit 6 presents common-sized financials for the industry, not Oracle systems. 3. On a scale of 1 to 100, rate the financialRead More John Stuart Mills Philosophy of Happiness Essay1099 Words   |  5 PagesJohn Stuart Mills Philosophy of Happiness Along with other noted philosophers, John Stuart Mill developed the nineteenth century philosophy known as Utilitarianism - the contention that man should judge everything in life based upon its ability to promote the greatest individual happiness. While Bentham, in particular, is acknowledged as the philosophy’s founder, it was Mill who justified the axiom through reason. He maintained that because human beings are endowed with the ability for consciousRead MoreRule Of Reasonable Foreseeability On Breach Of Contract1173 Words   |  5 Pagesis that a complete contingent contract may not be made by contractual parties, and it is the failure of such contingent contract that results in the lack of foreseeing, the lack of balancing information or even expensive contracting fees . In such case, the rule of foreseeability will exert its influence to confirm how the breaching party pays money to the injured party. The rule of foreseeability generally defines that when one party breaches the contract and causes the damages, the breaching partyRead MoreCivil Engineering Case Study1295 Words   |  6 Pagesstudying several general principles relevant to civil engineering. A case study of the regeneration of Mossley Mill in Northern Ireland which covers the rebuilding and reuse technology will be given below for detailed research. This kind of technology is not only a typical solution which meets the concept of sustainability, but also a classical paradigm in the civil engineering area. It is further suggested that the case contains several principles which are the specific branches of the general principles